Energy's role in the extraversion (dis)advantage: How energy ties and task conflict help clarify the relationship between extraversion and proactive performance

While academic and practitioner literatures have proposed that extraverts are at an advantage in team‐based work, it remains unclear exactly what that advantage might be, how extraverts attain such an advantage, and under which conditions. Theory highlighting the importance of energy in the coordination of team efforts helps to answer these questions. We propose that extraverted individuals are able to develop more energizing relationships with their teammates and as a result are seen as proactively contributing to their team. However, problems in coordination (i.e., team task conflict) can reverse this extraversion advantage. We studied 27 project‐based teams at their formation, peak performance, and after disbandment. Results suggest that when team task conflict is low, extraverts energize their teammates and are viewed by others as proactively contributing to the team. However, when team task conflict is high, extraverts develop energizing relationships with fewer of their teammates and are not viewed as proactively contributing to the team. Our findings regarding energizing relationships and team task conflict clarify why extraversion is related to proactive performance and in what way, how, and when extraverts may be at a (dis)advantage in team‐based work. Copyright © 2016 John Wiley & Sons, Ltd.     

A new training specification for workplace health promotion

The field of workplace health promotion has seen developments of concepts, practice and interest in recent years. However, recent EC wide research has pointed to problems which constrain its development. These include a lack of awareness amongst the major players who are in a position to implement workplace health promotion, difficulties in transmitting the concept of and organising genuine inter-disciplinary approaches to workplace health promotion, and a lack of training courses in the area.This paper describes a project to develop a training specification for workplace health promotion targeted at a range of professional and non-professional groups. These include occupational physicians and nurses, safety engineers, personnel managers, health and safety representatives and others.The project has developed a modular training specification — each trainee group can undertake all modules to an appropriate level of detail. It focuses on two broad areas — the health promotion process and the roles necessary to support that process. The first area defines an idealised health promotion process, which has been divided into 7 phases, while the second area outlines 6 principal roles in relation to interacting with that process. Future work will see the implementation of the training specification in a number of test sites.     

The design of BP ETAP platform against gas explosions

Risks of personal injury from gas explosion, together with fire and smoke ingress, were among the key hazards that the Eastern Trough Area Project (ETAP) team intended to design out as far as possible. This paper describes the process ETAP followed to achieve this. The process involved the early application of the appropriate advance technology and personnel at the concept selection stage and right through different stages during design, and an integrated team including explosion specialists.All major design decisions on explosion optimisation were made at the early stage of front-end engineering design (FEED), resulting in a relatively straightforward detailed design phase. These early design decisions had the effect of not only reducing gas explosion consequences, but simplifying layout, e.g. reducing pipe run and structures. The end result is a design which gives inherently low risk to personnel and Temporary Refuge impairment without the uncertainties of high cost of late remedial work to take account of high explosion loads, and consequent project delay.     

Incentives and cooperation: the joint effects of task and reward interdependence on group performance

We examine the joint effects of task interdependence and reward interdependence on group behavior and performance. We develop a model that predicts that task and reward interdependence will interact to increase performance, and present results of a laboratory experiment that confirms our prediction. We explore the efficacy of group reward systems for different task designs, and the relationship between cooperation and performance. We confirm earlier results on the weakness of the free-rider effect in small face-to-face groups. We also find, surprisingly, that while reward interdependence is important to performance, task interdependence, but not reward interdependence, drives observed cooperative behavior. This last result suggests caution in interpreting the efficacy of changes in the design of work. Such changes, if unaccompanied by changes in the design of the reward system, are likely to appear successful in terms of observed cooperation, but may not enhance performance. © 1997 by John Wiley & Sons, Ltd.     

Diversity and team outcomes: the moderating effects of outcome interdependence and group longevity and the mediating effect of reflexivity

Reflexivity—the extent to which teams reflect upon and modify their functioning—has been identified as a possible key factor in the effectiveness of work teams. We examined the extent to which team composition affected team process (i.e., reflexivity) and in turn team outcomes (i.e., satisfaction, commitment, and performance). The results of diversity research thus far have been inconclusive in terms of positive or negative effects of team composition on team process and outcomes. In the current research, group longevity and outcome interdependence were expected to moderate the relationship between diversity on the one hand and reflexivity and team outcomes on the other hand. Reflexivity was expected to mediate these interaction effects. The current field study was conducted among 54 work teams from 13 different organizations. As predicted, few main effects were found. Instead, analyses showed interaction effects of diversity and outcome interdependence on the measures of reflexivity, satisfaction, and performance. As predicted, interaction effects were also found for diversity and group longevity on the measures of reflexivity, satisfaction, and performance. Three‐way interactions were found for satisfaction and commitment. Also, reflexivity was shown to mediate these relationships, indicating that the moderating effects of outcome interdependence and group longevity on the relation between diversity and team outcomes are due to the effects on process. Copyright © 2003 John Wiley & Sons, Ltd.     

Mediating effects of psychological safety in the relationship between team affectivity and transactive memory systems

In this research, we develop a framework for understanding the emergence of transactive memory systems (TMS) in project‐based teams characterized by different levels of group level positive affectivity (PA) and negative affectivity (NA). With a focus on enhancing understanding of the means of transmission, we test the mediating role played by group level psychological safety (PS) in the relationship between team affectivity and TMS. From a sample of 107 software implementation project teams, in a lagged field study, we find support for a mediated model in which high group NA, but not group PA, promotes environments psychologically unsafe for interpersonal risk‐taking (low PS) and which are negatively associated with TMS. This study extends prior research on the differential effects of PA and NA, by contributing to the limited research on group affectivity, environmental antecedents of TMS, and the mediating role of PS for predicting group level transactive processes and structures. Copyright © 2015 John Wiley & Sons, Ltd.     

An integrated safety management with construction management using 4D CAD model

This paper describes an integrated system for safety and construction management using the 4D CAD model. Safety is integrated with the construction management process throughout design, planning and control phases. Design information about building components and planning information about activities has been gathered to formulate the 4D CAD model. The rule-based system analyzes this combined information to automatically detect any working-at-height hazards and also indicates necessary safety measures in terms of activities and requirements. These safety measures are inserted into the construction schedule and visualized on the 4D CAD together with the other construction sequences. A prototype is developed and verified with a project case study. The results show that the developed system can be a collaboration tool for designers, project engineers, safety officers, and other project participants. It can raise safety awareness of the team and it leads to revisions of design and plan to be consistent with safety. Safety measures are apparently on the schedule; therefore, right resources are allocated, safety constraints are considered and alleviated ahead of time, and the safety control can explicitly refer to as well. This contributes to the success of safety management in the construction industry.     

The reciprocal nature of trust: a longitudinal study of interacting teams

This research develops and investigates the concept of reciprocal trust between interacting teams. Reciprocal trust is defined as the trust that results when a party observes the actions of another and reconsiders one's trust‐related attitudes and subsequent behaviors based on those observations. Twenty‐four teams of systems analysis and design students were involved in a 6‐week controlled field study focused on the development of an information systems project. Each team was responsible for both developing a system (development role) and for supervising the development of a system by another team (management role). Risk‐taking actions exhibited by one team in an interacting pair were found to predict the other team's trustworthiness perceptions and subsequent trust. The level of trust formed in turn predicted the team's subsequent risk‐taking behaviors with respect to the other team. This pattern of reciprocal trust repeated itself as the teams continued to interact over the duration of the project, thus supporting our model of reciprocal trust. Findings also indicate that trust and trust formation can occur at the team level. Copyright © 2005 John Wiley & Sons, Ltd.     

Improving team effectiveness using tactical decision games

This paper addresses the development of training in team-level decision making to lead to improvements in safety and performance. A one-day Workshop was developed around tactical decision games (TDGs) for use by action teams, i.e. involving a team of multi-disciplinary experts, in the oil and gas drilling industry. Three TDGs were conducted to help team members to rehearse how they would respond to potential challenging situations, focusing in particular on team skills, such as decision making, situation awareness and communication. TDGs have previously been presented as a useful training technique to improve decision making and have been introduced in many high hazard industries [Crichton, M., Flin, R., Rattray, W.A., 2000. Training decision makers – tactical decision games. Journal of Contingencies and Crisis Management 8(4), 208–217]. Building on TDGs for individuals, in a team-based TDG, team members discuss the scenario and reach a team-based solution, allowing team members to recognise the potential differing perspectives brought to the solution by team members from different disciplines. Specific team skills aspects raised during the TDG scenario were then generalised to the wider project, and their impact on overall team performance, safety, and effectiveness. Members of a deepwater exploration wells team (n = 30) attended the Workshop and reported that the use of TDGs in the Workshop was valuable in defining and illustrating team skills and their influence on team performance, and helping to prepare better for their forthcoming operations.     

青藏铁路格拉段电气化工程对自然保护区的影响分析

受既有青藏铁路走向及车站布设的影响,青藏铁路格拉段电气化工程不可避免地穿越可可西里和三江源国家级自然保护区,为继续做好青藏铁路环境保护工作,梳理青藏铁路格拉段电气化工程在自然保护区内新增工程情况,充分利用既有青藏铁路资料,通过定性和定量方法分析新增工程在施工期和运营期对自然保护区内植被、野生动物、景观等环境因素的影响,并提出减轻影响的措施及建议。     

Training trade unionists in ergonomics: Interaction between public policies, trade union practices and the development of research

For a number of years now, enterprises have become increasingly interested in training in the area of health and safety at work. Even though trade unionists and managers see different advantages in such training, they share the same willingness to reduce occupational injuries. Even if demand for training is sometimes limited on purpose (all that is expected of it is to pass on recipes enabling work to be continued without getting hurt), training in safety and health is a privileged point of contact between researchers and trade unionists. But the contact between these two groups of actors in the process of changing working conditions does not happen without raising a number of questions: that of reciprocal mental images of each other, for instance, something which will condition the ways in which their knowledge meets; or the issue of the target groups of training: all the workers or just the delegates representing the workers in cooperation bodies? Other fundamental questions relate to the context in which training takes place: what type of training should take pride of place? What is the role of the expert in this approach? And how should the expert's knowledge be linked in with that of the workers?     

An assessment of health and safety management within working groups in the UK manufacturing sector

Problem: In response to the demands of competitiveness, there has been a proliferation of management delayering in order to move responsibility to those people carrying out the operations and to focus on working as a team. Teams can be managed in different ways: using supervisors, team leaders, or self-managed. The management of health and safety and other business risks is dependent on the way in which the team is managed. Method: This study has assessed, through the use of semistructured interviews, how UK manufacturing companies have addressed a range of health and safety management issues (i.e., the setting, communication, and measurement of company objectives, employee participation and empowerment, and risk assessment) in relation to different styles of group working (i.e., supervised groups, groups with team leaders, and self-managed groups). Discussion: Although the differences are not always significant, it is noticeable that within organizations using supervised work environments, there is a lack of communication of specific health and safety information, little involvement and participation in safety activities, and a greater reliance on the safety function. However, in organizations using team leaders and self-managed groups, there is evidence of greater management involvement, more open communication, and greater employee involvement in health and safety, although empowerment in its true sense was still limited in these organizations. Impact on industry: The results obtained illustrate the impact of different working groups on the management of health and safety in the UK manufacturing sector.     

Competency requirements for process hazard analysis (PHA) teams

Process hazard analysis (PHA) is a cornerstone of process safety management programs. The quality of the PHA performed directly affects the level of risk tolerated for a process. The lower the quality of a PHA, the more likely higher risk will be tolerated. There are few requirements for PHA team members in the U.S. Occupational Safety and Health Administration's process safety management regulations. More detailed requirements for participation in a PHA are desirable.A competency management program should be used to ensure PHA practitioners and teams are appropriately qualified. Criteria for selecting PHA team leaders, or facilitators, and other team members are key to such a program and are described in this paper. The criteria cover both technical and personal attributes. Application of the criteria is described and team performance metrics, which can be used to correlate performance with the assessment of competency to validate the criteria and methods used, are discussed.Owing to the importance of the role played by team leaders, certification of their competency is desirable. Criteria for certification are described and their application is discussed.     

Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior

Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other hand, are highly motivated to enhance how they feel about themselves and thus identify affectively with groups. Across three studies, we develop measures of cognitive and affective identification and then show that neuroticism is positively related to cognitive identification, whereas extraversion is positively related to affective identification. We also find that affective identification provides incremental predictive validity over and above cognitive identification in the prediction of organizational commitment, organizational involvement, and organizational citizenship behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

基于HAZOP分析的加氢装置工程设计方法

加氢装置属甲类火灾、爆炸危险生产装置。为了在设计阶段尽可能消除或控制潜在风险,本文总结了多套加氢装置HAZOP分析报告中的设备类别及其分析内容,提出了基于危险与可操作性(HAZOP)分析的加氢装置工程设计方法。在传统工程设计方法的基础上增加了参数敏感性工程设计方法,依据分析报告中的设计建议,利用ASPEN软件计算过程参数变化对目标参数的影响程度,确定参数稳定操作区域;建立了数据库管理界面实现了加氢装置工程安全设计经验知识的有序管理。应用基于HAZOP分析的加氢装置工程设计方法,有助于将安全隐患问题在设计阶段消除或加以控制,可为降低石化装置改造成本和提高装置的安全水平提供方法依据。     

职业安全培训与教育存在问题及控制对策研究

安全培训是企业安全生产的一项重要的基础性工作,为提高员工安全生产技能、强化安全防范意识、切实提高安全培训效果,围绕企业中的安全培训问题,以对安全培训现状的概述为基础,通过对新员工,接触新设备、新工艺、新技术的员工,从事特种作业的员工等3类特殊群体的安全培训问题深入分析,最后提出意见对策。     

Human factors integration – Bridging the gap between system designers and end-users: A case study

Within any high hazard industry such as chemical, oil and gas, rail or nuclear, it is necessary to involve system end-users within the design process if system design is to be optimised. To facilitate the identification and assessment of end user requirements it is necessary to integrate human factors (HF) into design from the start of the design lifecycle.During 2004, the author facilitated the integration of HF into a development project being implemented at a major gas processing facility on mainland Britain. The approach taken to HF integration on the project is commonly applied across the high hazard industries. This paper will provide information on this process and the benefits that this provided to the operator. Details will be provided on the approach taken in terms of:

• –Liaison between HF and other design disciplines.
• –Analysis undertaken and tools used.
• –HF topic areas covered.
• –Specific issues raised and how these were resolved.

It will demonstrate the advantage of the early integrated approach as compared to the later auditing or assurance approach sometimes taken in relation to HF.     

Inherently safer design review and their timing during chemical process development and design

This paper discusses the enhancement of inherent safety review and its implementation in the chemical process development and design. The aim is to update and improve the existing inherently safer design review (ISDR) practices during design of chemical process plant by exploiting major accident cases from the U.S. Chemical Safety Board (CSB) and Failure Knowledge Database (FKD). Although the basic guidelines to conduct ISDR during design phase are available, however they are too general and incomplete. The review criteria and their best timing for application are still missing. This paper attempts to develop the accident-based ISDR for chemical process plant design. The proposed accident-based ISDR is supported with detail review criteria for each phase of process design. The timing of ISDR application is corresponding to the common design tasks and decisions made in the design project. Therefore, timely design review could be done at the specific design task and the findings help designer to make a correct decision making.     

Differential implications of team member promotive and prohibitive voice on innovation performance in research and development project teams: A dialectic perspective

How and when does team member voice facilitate team innovation? Integrating research on member voice and a dialectic perspective of innovation, we advance a model in which team member promotive voice enhances team innovation through team knowledge utilization, whereas team member prohibitive voice enhances team innovation through team reflexivity in a nonlinear fashion. We further propose that the differential effects of team member promotive and prohibitive voice will be stronger at different stages (idea generation vs. idea implementation) of the innovation cycle. Survey data from 78 research and development project teams showed a positive indirect effect between team member promotive voice and team innovation through team knowledge utilization, although this relationship was also mediated through team reflexivity. Moreover, the indirect effect of team member promotive voice on team innovation via team knowledge utilization was stronger for teams in the idea generation stage of team innovation. Results also confirmed a nonlinear indirect relationship between team member prohibitive voice and team innovation via team reflexivity such that the positive effects of team member prohibitive voice tapered off at high levels. Contrary to our expectations, the effects of prohibitive voice held regardless of stage. Theoretical and practical implications are discussed.     

Team crystallization (SIO2): Dynamic model of team effectiveness evaluation under the dynamic and tactical environment at nuclear installation

Accident management activities at nuclear power plants require concurrent communication, information sharing, team based decision-making and collective actions under tactical and dynamic environments. Team effectiveness under such environments can be characterized as the performance of team situation awareness with hierarchically distributed information and knowledge susceptible to organizational characteristics and communication quality. This paper proposes a team performance model, called a team crystallization model comprising of four elements: state, information, organization, and orientation and its quantification method using a communication process model based on a receding horizon control approach. The team crystallization model is a holistic approach for evaluating team effectiveness in conjunction with team situation awareness considering physical system dynamics and team behavioural dynamics for a tactical and dynamic task at a nuclear power plant. This model provides a systematic measure to evaluate time-dependent team effectiveness or performance affected by multi-agents such as plant states, communication quality in terms of transferring situation-specific information and strategies for achieving the team task goal at a given time, and organizational factors. To demonstrate the applicability of the proposed model and its quantification method, a case study was carried out using the data obtained from a full-scope power plant simulator for 1000 MW(e) pressurized water reactors with four on-the-job operating groups and one expert group who knew accident sequences.